Test Bank for Fundamentals of Human

Resource Management 8th by Noe

Go to download the full and correct content document:
https://testbankmall.com/product/test-bank-for-fundamentals-of-human-resource-man
agement-8th-by-noe/
More products digital (pdf, epub, mobi) instant
download maybe you interests ...

Solution Manual for Fundamentals of Human Resource

Management 8th by Noe

https://testbankmall.com/product/solution-manual-for-
fundamentals-of-human-resource-management-8th-by-noe/

Test Bank for Fundamentals of Human Resource Management

5th Edition by Noe

https://testbankmall.com/product/test-bank-for-fundamentals-of-
human-resource-management-5th-edition-by-noe/

Fundamentals of Human Resource Management 7th Edition

Noe Test Bank

https://testbankmall.com/product/fundamentals-of-human-resource-
management-7th-edition-noe-test-bank/

Fundamentals of Human Resource Management 7th Edition

Noe Solutions Manual

https://testbankmall.com/product/fundamentals-of-human-resource-
management-7th-edition-noe-solutions-manual/
Human Resource Management Noe 8th Edition Test Bank

https://testbankmall.com/product/human-resource-management-
noe-8th-edition-test-bank/

Human Resource Management Noe 8th Edition Solutions

Manual

https://testbankmall.com/product/human-resource-management-
noe-8th-edition-solutions-manual/

Test Bank for Human Resource Management 11th Edition by

Noe

https://testbankmall.com/product/test-bank-for-human-resource-
management-11th-edition-by-noe/

Human Resource Management Noe 9th Edition Test Bank

https://testbankmall.com/product/human-resource-management-
noe-9th-edition-test-bank/

Test Bank for Fundamentals of Human Resource

Management, 7th Edition, Raymond Noe, John Hollenbeck,
Barry Gerhart Patrick Wright

https://testbankmall.com/product/test-bank-for-fundamentals-of-
human-resource-management-7th-edition-raymond-noe-john-
hollenbeck-barry-gerhart-patrick-wright/
resource management.

13) The clusters of competencies needed by human resource professionals include technical,
interpersonal, business, and leadership competencies.

14) The supervisors in an organization play a key role in employee relations because they are
most often the voice of management for the employees.

15) The right of free consent states that employers can conceal the nature of a job while hiring an
employee for a particular position.

2
Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
16) Gia feels that being denied a promotion has more to do with her being a woman than with
her overall performance. However, her supervisors and the HR department are refusing to hear
her case. This suggests that Gia has been denied her right to due process.

17) In companies that are ethical and successful, senior executives are the only stakeholders who
are responsible for the actions of the company.

18) For human resource practices to be considered ethical, they must result in the greatest good
for the largest number of people.

19) The role of an HR generalist is essentially limited to recruitment and selection.

20) The vast majority of HRM professionals have a college degree.

21) The concept of "human resource management" implies that employees are
A) a secondary component of a business.
B) troublesome and need to be monitored.
C) resources of the employer.
D) an unnecessary cost to an employer.
E) a rare component of the business world.

22) In the context of human resource management, human capital refers to the
A) wages, benefits, and other costs incurred in support of HR functions in an organization.
B) cash, equipment, technology, and facilities that an organization uses.
C) tax-deferred value of an employee's 401(k) plan.
D) organization's employees, which add economic value to the company.
E) total budget allocated to the HR department in an organization.

23) Which of the following describes the employees of an organization in terms of their training,
experience, judgment, intelligence, relationships, and insight?
A) capital expense
B) human capital
C) tangible capital
D) traditional management
E) working capital

24) Chris, the director of operations, strongly believes that human resource management (HRM)
is critical to the success of organizations. Jamie, the CFO of the organization, opposes Chris'
view because she thinks HRM is an unnecessary expense for the company. Which statement
weakens Jamie's belief?
A) HRM is highly substitutable and interchangeable.
B) HRM is easily available for all companies to utilize.
C) HRM helps an organization imitate human resources at a high-performing competitor.
D) HRM ensures that persons with high levels of the needed skills and knowledge are easily
found.
E) HRM is indispensable for building a competitive advantage.

3
Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
25) How do human resources professionals provide an organization with a sustainable
competitive advantage?
A) They manage commonly available resources.
B) They help the organization do what competitors are doing.
C) They keep the organization focused on the short term.
D) They hire high-quality employees who provide a needed service as they perform many critical
functions.
E) They hire employees who are very enthusiastic despite lacking job experience and training.

26) In the context of today's organizations, which statement is true of employees?

A) Employees are not easily replaced parts of a system; they are the source of a company's
success or failure.
B) Employees have good substitutes when the substitutes are well trained and highly motivated.
C) Employees with high levels of the required skills and knowledge can be easily imitated.
D) Employees within an organization seldom perform critical functions.
E) Employees do not have the right to refuse to do what violates their moral beliefs.

27) Identify the correct statement regarding human resources.

A) Human resources can be imitated.
B) Human resources are commonly found.
C) Human resources have no good substitutes.
D) Human resources seldom perform critical functions.
E) Human resources are interchangeable, easily replaced parts of a system.

28) Motorama, an automobile manufacturing company, had the largest number of its employees
in the manufacturing sector last year. Instead of hiring more employees, the company decided to
invest heavily in training its employees on automotive maintenance and design. Which belief has
most likely led the company to make this decision?
A) The employees in the company are interchangeable.
B) The employees are the source of the company's success or failure.
C) The union employees in the company will resign once their contract expires.
D) A majority of the employees own shares in the company.
E) A majority of the employees in the company have an automotive engineering background.

29) Peter, the human resource manager at Tinker Inc., has a clear understanding of the firm's
business. This enables him to comprehend the various needs of the business and help the
company meet its goals for attracting, keeping, and developing employees with the required
skills. This scenario indicates Peter's responsibility of
A) providing administrative services.
B) preparing a job analysis.
C) providing business partner services.
D) creating a job design.
E) maintaining positive employee relations.

4
Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
30) Holly is a member of the human resource department at Invert Corp. Setting a goal to
enhance the firm's strategy, Holly works to attain it by understanding the current human
resources. Through a series of surveys, interviews, and observations, she learns what talents the
various departments of Invert Corp. are currently in need of, and attracts new human resources
according to those requirements. What kind of HRM responsibility does this example illustrate?
A) HRM's responsibility to handle administrative tasks
B) HRM's responsibility to serve as a strategic partner
C) HRM's responsibility to carry out transactions
D) HRM's responsibility to develop effective systems
E) HRM's responsibility to answer questions

31) How can an HR department that is considered its company's strategic partner help the
company gain a competitive advantage?
A) by handling administrative tasks with a commitment to quality
B) by providing business partner services to meet the company's goals
C) by providing skills training and career development programs
D) by understanding the existing human resources and providing new ones
E) by answering questions on employee hiring and benefits

32) Katie works in the human resource department at Zeus Corp. Her chief responsibilities
include administering salaries, determining incentives, managing group insurance, and employee
vacation and leave. Which human resource management function is being performed by Katie?
A) performance management
B) employee relations
C) selection
D) training and development
E) compensation and benefits

33) Which responsibility is specifically associated with the HR function of employee relations?
A) conducting attitude surveys
B) analyzing work
C) creating HR information systems
D) planning and forecasting human resources
E) creating a job design

34) Which responsibility is specifically associated with the HR function of support for strategy?
A) temporary labor recruitment and record keeping
B) human resource planning and forecasting
C) wage and salary administration
D) development of employee handbooks and company publications
E) development of an HR information system

5
Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
35) The process of getting detailed information about jobs is referred to as
A) a job rotation.
B) supply chain management.
C) a job analysis.
D) policy creation.
E) a job orientation.

36) Which statement best describes job design?

A) It is the process of defining the way work will be performed and the tasks that a given job
requires.
B) It is the process of generating a pool of potential candidates for a job.
C) It is the process of identifying suitable candidates for jobs.
D) It is the technique of enabling employees to learn job-related knowledge, skills, and behavior.
E) It is the technique of presenting candidates with detailed information about a job.

37) At ICS Inc., a company that deals in software products, employees regularly complain about
the lack of clarity regarding the tasks they are required to perform. Often there are two
employees working on overlapping tasks, while some tasks are not designated to any employee.
Though employees are satisfied with the pay and work culture, this aspect of their work
environment has led to a lot of conflict in the workplace. From the information provided, this
complaint of the employees can be closely linked to which HR function?
A) compliance with laws
B) analysis and design of work
C) compensation and benefits
D) maintenance of employee relations
E) recruitment and selection

38) What is responsible for the shift in the job trend, from the use of narrowly defined jobs to the
use of broadly defined jobs in organizations?
A) emphasis on innovation and quality
B) increased demand for low-skilled workers
C) increased focus on simplifying jobs
D) lack of competition
E) reduced use of team-based projects

39) Identify the process through which an organization seeks applicants for potential
employment.
A) orientation
B) training
C) recruitment
D) work analysis
E) job design

6
Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
40) The process by which an organization attempts to identify applicants with the necessary
knowledge, skills, abilities, and other characteristics that will help the organization achieve its
goals is referred to as
A) orientation.
B) selection.
C) compensation.
D) work analysis.
E) performance management.

41) Ralph works at Delta Corporation. He is responsible for identifying individuals with skills
required for the various roles in the organization. Which human resource management practice is
being performed by Ralph?
A) performance management
B) employee relations
C) selection
D) training
E) compensation

42) What term describes a planned effort to enable employees to learn job-related knowledge,
skills, and behavior?
A) selection
B) performance appraisal
C) training
D) compensation
E) recruitment

43) Which HR function involves offering programs through which employees acquire
knowledge, skills, and behavior that improve their ability to meet the challenges of a variety of
new or existing jobs, including the client and customer demands of those jobs?
A) recruitment
B) personnel policy
C) development
D) employee relations
E) selection

44) If a company, as part of its job redesign program, plans to set up teams to manufacture
products, which program might it offer to help employees learn the ins and outs of effective
teamwork?
A) development programs
B) recruitment programs
C) orientation programs
D) selection programs
E) performance management programs

7
Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
45) In the context of HRM functions, the activities of training and development include
A) making decisions on whether an organization will emphasize enabling employees to perform
their current jobs, preparing them for future jobs, or both.
B) keeping track of how well employees are performing relative to objectives such as job
descriptions and goals for a particular position.
C) attempting to identify applicants with the necessary knowledge, skills, abilities, and other
characteristics that will help the organization achieve its goals.
D) preparing and distributing employee handbooks that detail company policies and, in large
organizations, company publications such as a monthly newsletter or a website on the
organization's intranet.
E) establishing policies related to hiring, discipline, promotions, and benefits.

46) Which term refers to the process of ensuring employees' activities and outputs match an
organization's goals?
A) job analysis
B) supply chain management
C) employee development
D) performance management
E) career planning

47) The employees at Herby Financial often complain that they are not provided feedback about
their work. They feel that they do not get proper information as to how they have performed and
the areas in which they need to improve. They also claim that the performance goals are vague
and not measurable. Which HR function does Herby Financial need to specifically improve upon
to resolve the complaints put forth by its employees?
A) recruitment
B) employee selection
C) training and development
D) performance management
E) planning and administering pay and benefits

48) Abby works at Trader Inc. Her primary role in the company is to create self-rating, job-
related questionnaires for the employees. Which human resource management practice is being
performed by Abby?
A) performance management
B) employee relations
C) selection
D) training
E) compensation

8
Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
49) In the context of HRM functions, the activities of performance management include
A) identifying applicants with the necessary knowledge and abilities that will help an
organization achieve its goals.
B) making a planned effort to enable employees to learn job-related knowledge, skills, and
behavior.
C) specifying the tasks and outcomes of a job that contribute to an organization's success.
D) acquiring knowledge and skills that improve employees' ability to meet the challenges of a
variety of new or existing jobs.
E) seeking applicants for potential employment.

50) Henry works in the HR department of an advertising firm that has recently brought in
employees specializing in analysis of large volumes of data about consumer behavior. The
manager to whom these analysts report does not share their knowledge of quantitative methods
but wants them to develop recommendations for better decision making. Henry is supporting the
department by developing a form the manager will follow in measuring the analysts'
performance. What kinds of performance measures should Henry focus on?
A) The form should measure outcomes, such as timely and useful recommendations, because the
manager will not be able to evaluate specific technical behaviors.
B) The form should measure specific technical behaviors, because the methods used by the
analysts will determine the usefulness of their recommendations.
C) The form should measure both outcomes and behaviors, because both are essential to success
in the job.
D) The form should measure personal traits, such as getting along with others, because Jonathan
and the manager don't understand the technical requirements.
E) The form should ask broad questions, so the manager can discuss whatever they think is
important.

51) In an attempt to motivate its current employees and to attract skilled professionals, Integrated
Inc. decides to increase salaries as well as year-end bonuses for its best performers. Which HR
function is demonstrated in this scenario?
A) performance management
B) training and development
C) recruitment
D) planning and administering pay and benefits
E) maintaining positive employee relations

52) Which HR function includes preparing and distributing employee handbooks that detail
company policies?
A) recruitment and selection
B) maintaining positive employee relations
C) ensuring compliance with labor laws
D) performance management
E) planning and administering pay and benefits

9
Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
53) Rhonda, an employee at Neon Corp., develops and distributes newsletters that announce
upcoming events in the company. Which human resource management practice is being
performed by Rhonda?
A) performance management
B) employee relations
C) selection
D) training
E) compensation

54) Some of the employees of MYV Services are unhappy with their supervisor's comments and
remarks. They feel they are being unduly discriminated against by the supervisor, and so they
turn to the HR department for help. Addressing such problems is a part of the HR function of
A) recruitment and selection.
B) employee relations.
C) training and development of employees.
D) performance management.
E) planning and administration of pay and benefits.

55) The HR function of maintaining positive employee relations includes

A) maintaining performance measures on outcomes.
B) offering training programs on effective teamwork.
C) selecting only those applicants that are referred by employees.
D) maintaining communication with union representatives.
E) planning employee pay and benefits.

56) What is the advantage of establishing and administering policies in organizations?

A) It allows companies to handle situations more fairly and objectively.
B) It allows companies to address issues on a case-by-case basis.
C) It eliminates the need for documentation and record keeping.
D) It encourages employees to defend themselves by claiming ignorance of disciplinary norms.
E) It leaves a lot of room for subjective decision making.

57) ________ refers to the use of quantitative tools and scientific methods to analyze data from
human resource databases and other sources to make evidence-based decisions that support
business goals.
A) Conjoint analysis
B) Performance management
C) Workforce analytics
D) Career development
E) Task analysis

10
Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
58) Sophia, a manager at Mentor Corp., is responsible for workforce analytics in the
organization. Her supervisor, Steve, argues it is an unnecessary expense as he believes that
collecting employee-related information is just an administrative responsibility. Which
statement, if true, would weaken Steve's argument?
A) Sophia established policies regarding violations of company regulations.
B) Sophia identified subordinates who showed the potential to become leaders in the company
based on the data.
C) Sophia prepared and distributed company publications on the organization's intranet.
D) Sophia was able to actively recruit candidates from external sources, such as Internet job
postings and college recruiting events.
E) Sophia was able to specify the tasks and outcomes of a job that contributed to the
organization's success.

59) BrightenUp Corp. uses a set of quantitative tools to assess employee data such as
performance, compensation, designations, and benefits. This is done to arrive at decisions based
on accurate findings from analyses that can help the firm achieve its goals. BrightenUp is
engaging in the practice of
A) training and development.
B) job design.
C) employee relations.
D) talent management.
E) workforce analytics.

60) When a GRM Manufacturing experienced a slowdown in sales, it laid off the two employees
with the poorest attendance. One of the employees sued the company, saying it should have laid
off the most recently hired workers. What defense would GRM Manufacturing most likely offer?
A) The layoffs were not discriminatory.
B) The company was forced to make the layoffs.
C) There are no federal laws that apply to this situation.
D) The layoffs were instances of employment at will.
E) The age of the company's workforce has been rising.

61) Instabin Inc., a company in the recycling business, has revamped its management and
business criteria. It has also added new objectives that would require recruitment of new and
skilled labor. The responsibility of identifying the numbers and the kinds of employees lies with
the HR department of the firm. This responsibility of the HR department is known as
A) supply chain management.
B) performance management.
C) human resource planning.
D) utilization analysis.
E) performance planning.

11
Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
62) What term refers to a systematic, planned effort to attract, retain, develop, and motivate
highly skilled employees and managers?
A) work flow recruitment
B) job analysis
C) conjoint analysis
D) talent management
E) performance management

63) Which statement best describes evidence-based HR?

A) It is the exclusive use of statistical models for planning, forecasting, and other related HR
activities.
B) It is establishing overlapping performance goals and desired outcomes during performance
management.
C) It is demonstrating that human resource practices have a positive influence on a company's
profits or key stakeholders.
D) It is the process of ensuring that employees' activities and outputs match an organization's
goals.
E) It is the organization-wide planned effort to enable employees to learn job-related knowledge,
rather than teamwork or communication skills.

64) An organization's ability to profit without depleting its resources, including employees,
natural resources, and the support of the surrounding community, is called
A) adjustability.
B) absorbability.
C) substitutability.
D) sustainability.
E) credibility.

65) Eve & Rose Corp., an apparel manufacturer, has been profitable for a long time without
depleting its resources—raw materials, employees, and the support of the local community. The
company also caters to the needs of all its stakeholders. Which characteristic is illustrated in this
scenario?
A) sustainability
B) strategic architecture
C) compliance with law
D) talent management
E) workforce analytics

66) The parties with an interest in a company's success—typically, shareholders, the community,
customers, and employees—constitute which members of the company?
A) advisors
B) stakeholders
C) management
D) personnel
E) strategic partners

12
Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
67) Heidi, a local farmer, buys her equipment exclusively from the manufacturer Farm Supply
Inc. Because of this, Heidi is affected by Farm Supply Inc.'s operations. This indicates that Heidi
is
A) stakeholder.
B) business partner.
C) workforce analyst.
D) talent manager.
E) strategic partner.

68) Identify the correct statement regarding sustainable organizations.

A) They primarily focus on maximizing profits and delivering high returns to investors.
B) They focus on smooth turnover and outsourcing rather than long-term planning.
C) They are more concerned about justice and fairness than short-term profits.
D) They are less concerned about employee development and empowerment.
E) They are more concerned with the quantity of output than quality standards.

69) An HR manager can demonstrate competency in communication by excelling at which

behavior?
A) setting a vision for the HR function
B) listening effectively
C) supporting inclusiveness
D) maintaining confidentiality
E) applying knowledge of business principles

70) A human resource professional of a company exhibits the competency of business acumen
when he or she
A) acquires knowledge of other cultures.
B) responds to reports of unethical conduct.
C) applies statistical knowledge to understand data.
D) applies knowledge of how the functions of HR contribute to business success.
E) uses HR technology correctly.

71) What clusters of competencies are necessary for success in human resource management?
A) hiring, compensation, event planning, and training
B) technical, interpersonal, business, and leadership
C) technical, hiring, motivation, and compensation
D) business, development, leadership, and interpersonal
E) technical, business, training, and hiring

72) According to the SHRM competency model, which competency is part of the interpersonal
cluster?
A) leadership
B) human resource expertise
C) business acumen
D) critical evaluation
E) global and cultural effectiveness

13
Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
73) Twyla is a benefits specialist at McCallister Manufacturing. She negotiates contracts for
insurance, retirement plans, and other employee benefits in order to get the best possible deal
while meeting all legal requirements. She understands the details of each benefit and is able to
help employees understand the value of their benefits. This scenario illustrates Twyla's
competency in the area of
A) consultation.
B) human resource expertise.
C) relationship management.
D) ethical practice.
E) business acumen.

74) Claire is a human resource manager at Lewis Corp. She skillfully handles personal
interactions with her staff and the other department managers. She is highly admired by others in
the organization because she treats others with respect and builds trust. This scenario indicates
Claire has strengths in the HR success competency of
A) consultation.
B) relationship management.
C) leadership and navigation.
D) global and cultural effectiveness.
E) critical evaluation.

75) Lia, the human resource manager at AirTech Inc., has developed an inspiring vision of how
the HR function should contribute to employees' well-being and the company's success. She
models the values and behaviors supporting that vision, and she gets her staff excited to be part
of realizing the vision. This indicates that Lia has competencies in the area of
A) global and cultural effectiveness.
B) critical evaluation.
C) relationship management.
D) leadership and navigation.
E) human resource expertise.

76) Sasha heads the human resource team at Ensured Corp., a marketing firm with a diverse
group of employees in three countries. She has knowledge about the cultures of the employees
and applies that knowledge to build cooperation and resolve conflicts. She appreciates that all
her employees bring different strengths to the company, and she helps to foster a climate in
which all are encouraged to contribute. This scenario illustrates Sasha's competency in the area
of
A) ethical practice.
B) critical evaluation.
C) business acumen.
D) global and cultural effectiveness.
E) human resource expertise.

14
Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
77) Luke heads the human resource department at a technology development company. There, he
monitors trends of the labor markets within the industry. Studying the trends, Luke realizes the
company is likely going to need more sources of employees skilled in robotics. He gathers
information about the best robotics training programs in the regions where the company operates.
Then he applies that information to build connections with selected schools, thereby resolving a
recruitment problem before it becomes serious. This scenario illustrates Luke's competency in
A) global and cultural effectiveness.
B) communication.
C) critical evaluation.
D) leadership and navigation.
E) relationship management.

78) Hayden is the human resource manager at Silver Corp. He clearly understands the company's
strategy. He has a solid understanding of business principles, and he applies these to help the HR
department contribute to Silver's success. This scenario indicates that Hayden has competency in
the area of
A) business acumen.
B) ethical practice.
C) communication.
D) leadership and navigation.
E) relationship management.

79) Which statement is correct about the HR responsibilities of supervisors?

A) Supervisors do not interview job candidates.
B) In large organizations, all HR activities are carried out by supervisors.
C) Supervisors do not need to be familiar with the basics of HRM.
D) Job analysis and job design are techniques that lie outside the purview of supervisors.
E) Supervisors typically have responsibilities related to all the HR functions.

80) Jarrod, one of the senior managers at United Inc., insists that the company supervisors handle
employee relations as part of their jobs. Which statement strengthens Jarrod's argument?
A) The supervisors represent the company on a day-to-day basis.
B) The supervisors have the business experience to take up additional responsibilities.
C) The supervisors do not hold any stakes in the organization.
D) The supervisors are not a part of the employees' union.
E) The supervisors are responsible for any action taken by the employees.

81) Which statement is true of ethics in human resource management?

A) Evidence shows that HRM practices are invariably ethical.
B) The general public has a positive perception of the ethical conduct of U.S. businesses.
C) HR managers must view employees as having basic rights.
D) Most managers have a positive perception of the ethical conduct of U.S. businesses.
E) Most people believe that individuals apply values they hold in their personal lives to their
professional activities.

15
Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
82) Which view on employment reflects the ethical principles embodied in the U.S. Constitution
and Bill of Rights?
A) HR managers must view employees as having basic rights.
B) HR managers have the right to lifetime employment.
C) HR managers have the right to hire whoever they deem best suited for a job.
D) HR managers must view employees as a necessary expense.
E) HR managers must set aside quotas for minorities.

83) According to the philosopher Immanuel Kant, the right of employees to know the nature of
the job they are being hired to do and the obligation of a company not to deceive them in this
respect is mainly reflective of the basic right of
A) privacy.
B) free consent.
C) freedom of speech.
D) freedom of conscience.
E) first refusal.

84) Jayden, a manager, is rigid with his employees and does not allow them to voice their
opinions or criticisms about their superiors. On the other hand, Tonya, another manager at the
same firm, encourages her subordinates to communicate with her openly. Which statement uses
basic rights to argue in favor of Tonya's practice over that of Jayden's?
A) It enables Tonya to keep a tab on the grapevine communication in the company.
B) It engages the employees in expressing constructive criticisms and opinions.
C) It reduces the possibility of any whistle blowers in the company.
D) It enhances the chances of more employees being promoted.
E) It curbs the privacy and confidential requirements of an employee.

85) Which scenario demonstrates a violation of the right of freedom of conscience in a

workplace environment?
A) A supervisor shares the previous employment details of an employee with a colleague.
B) An interviewer does not specify the details of a job to a prospective employee.
C) A supervisor coerces an employee to use unsafe practices to keep a project on schedule.
D) An employee complains about his supervisor during a conference call with a client.
E) A supervisor does not provide a fair hearing when an employee complains about a colleague.

86) Which of Kant's basic human rights is violated when a supervisor requires an employee to do
something that is unsafe or environmentally damaging, in spite of the employee clearly objecting
to the order?
A) right of freedom of speech
B) right of equal opportunity employment
C) right to due process
D) right of freedom of conscience
E) right of privacy

16
Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
87) The right of privacy is the right to
A) know the nature of the job a person is being hired for.
B) autonomy in how a person carries out their work.
C) control what a person reveals about their private life.
D) a fair and impartial hearing.
E) fight against a wrongful discharge.

88) By keeping employees' personal records confidential, an employer respects their right of
A) autonomy.
B) freedom of conscience.
C) equal opportunity.
D) freedom of speech.
E) privacy.

89) Michael, an employee at a book publishing company, is unhappy with his company's existing
project management system. He decides to communicate this to the top management by
expressing his complaints in an email. According to the work of philosopher Immanuel Kant,
Michael is applying his right of
A) freedom of conscience.
B) first refusal.
C) freedom of speech.
D) privacy.
E) free consent.

90) Kent, a manager at ITP Inc., was asked by his supervisor to sign a contract with a new
supplier. The contract stated that the industrial waste released by the company would be released
into a local river. Kent was against this idea of polluting the river with the waste, so he refused to
sign the contract. In this scenario, Kent exercised his right of
A) freedom of conscience.
B) first refusal.
C) freedom of speech.
D) privacy.
E) free consent.

91) If people believe their rights are being violated, they have the right to a fair and impartial
hearing. This reflects the basic human right to
A) lifetime employment.
B) privacy.
C) due process.
D) free consent.
E) freedom of conscience.

17
Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
92) Which statement best describes companies that are ethical and successful?
A) They are solely concerned about the benefits of the company while making business
decisions.
B) The owners most often assume responsibility for the actions of the company, rather than the
employees.
C) They are less concerned about the interests of the people involved in the business.
D) Their main aim is to maximize profits in all their transactions.
E) They have a sense of purpose and vision that the employees value and use in their day-to-day
work.

93) What is a standard that human resource managers must satisfy for HRM practices to be
ethical?
A) Managers must treat employees as family.
B) Human resource practices must result in the greatest good for the largest number of people.
C) Employment practices must respect employees' right of lifetime employment.
D) Managers must always maintain that customers are right.
E) Employment practices must limit the application of the principle of employment-at-will as it
is unfair to employees.

94) What is one of the four principles that guides how ethical companies act?
A) shortchange customers and vendors
B) perform only in ways that benefit the company
C) have a sense of purpose or vision that employees value and use
D) only permit top management to take responsibility for the company
E) emphasize fairness only if it suits the company

95) When Grant Incorporated, a travel insurance company, decided to introduce new goals for its
internal management, there was a rift regarding what should be implemented. Group A
emphasized short-term goals that would benefit the company, while Group B believed in
introducing policies that would create more mutually beneficial relationships with client
businesses, such as major airlines. Which result would prove Group B's decision to be ideal?
A) rival businesses going bankrupt due to a slow economy
B) an increase of quarterly bonuses offered to executives
C) studies showing a rise in the number of consumers looking to take a vacation
D) an increase of airline customers purchasing Grant Incorporated's insurance
E) a steady decline of unhappy employees at Ulysses Corp. due to new healthcare benefits

96) Which statement is true about the HR profession?

A) A degree in law is the sole requirement for those who wish to choose HRM as a profession.
B) All HRM professionals have a postgraduate degree.
C) Professional certification in HRM continues to be the only way to get into the field.
D) Usually, HR generalists get paid substantially more than HR training directors.
E) HR generalists usually perform the full range of HRM activities.

18
Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
97) What is the primary professional organization for HRM that provides education and
information services, and is also the world's largest human resource management association?
A) the Collective for Strategic Human Resource Management
B) the Foundation for the Recognition of Professionals International
C) the Society for Human Resource Management
D) the Human Resource Certification Institute
E) the Association for Human Resource Professionals

98) List the qualities associated with human resources that help an organization gain a
sustainable competitive advantage.

99) List five of the HRM functions, briefly describing the specific activities associated with each.

100) Explain human resource planning and evidence-based HR. How do these concepts help HR
in supporting an organization's strategy?

101) Briefly describe the nine categories of HRM competencies that the Society for Human
Resource Management found to be associated with success. Provide an example of a behavior
for each.

102) Explain why supervisors and non-HR managers are expected to be familiar with the basics
of HRM. List five examples of the types of HR responsibilities supervisors are expected to
perform.

103) What is the difference between training and development of employees?

104) What is the impact of planning and administering pay and benefits on an organization?

105) Who are the typical stakeholders in an organization?

106) What are the four principles followed by ethical, successful companies?

107) How can HR professionals increase their career opportunities?

19
Copyright 2020 © McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
Another random document with
no related content on Scribd:
 The Project Gutenberg eBook of
Historical record of the Eighty-eighth

Regiment of Foot, or Connaught

Rangers
This ebook is for the use of anyone anywhere in the United States
and most other parts of the world at no cost and with almost no
restrictions whatsoever. You may copy it, give it away or re-use it
under the terms of the Project Gutenberg License included with this
ebook or online at www.gutenberg.org. If you are not located in the
United States, you will have to check the laws of the country where
you are located before using this eBook.

Title: Historical record of the Eighty-eighth Regiment of Foot, or

Connaught Rangers
containing an account of the formation of the regiment in
1793, and of its subsequent services to 1837.

Author: Richard Cannon

Release date: May 2, 2024 [eBook #73517]

Language: English

Original publication: London: William Clowes & Sons, 1838

Credits: Brian Coe, John Campbell and the Online Distributed

Proofreading Team at https://www.pgdp.net (This book was
created from images of public domain material made
available by the University of Toronto Libraries.)

*** START OF THE PROJECT GUTENBERG EBOOK HISTORICAL

RECORD OF THE EIGHTY-EIGHTH REGIMENT OF FOOT, OR
CONNAUGHT RANGERS ***
TRANSCRIBER’S NOTE
Footnote anchors are denoted by [number], and the footnotes have been placed at
the end of the book.
Some minor changes to the text are noted at the end of the book.
 HISTORICAL RECORDS

OF THE

BRITISH ARMY.

PREPARED FOR PUBLICATION UNDER THE DIRECTION OF THE

ADJUTANT-GENERAL.

THE

EIGHTY-EIGHTH REGIMENT OF
FOOT;
OR,

CONNAUGHT RANGERS.
 LONDON:
Printed by WILLIAM CLOWES AND SONS,
14, Charing Cross.
 GENERAL ORDERS.

HORSE-GUARDS,
1st January, 1836.
His Majesty has been pleased to command, that, with a view of
doing the fullest justice to Regiments, as well as to Individuals who
have distinguished themselves by their Bravery in Action with the
Enemy, an Account of the Services of every Regiment in the British
Army shall be published under the superintendence and direction of
the Adjutant-General; and that this Account shall contain the
following particulars, viz.,

—— The Period and Circumstances of the Original

Formation of the Regiment; The Stations at which it has been
from time to time employed; The Battles, Sieges, and other
Military Operations, in which it has been engaged, particularly
specifying any Achievement it may have performed, and the
Colours, Trophies, &c., it may have captured from the Enemy.
—— The Names of the Officers and the number of Non-
Commissioned Officers and Privates, Killed or Wounded by the
Enemy, specifying the Place and Date of the Action.
—— The Names of those Officers, who, in consideration of
their Gallant Services and Meritorious Conduct in
Engagements with the Enemy, have been distinguished with
Titles, Medals, or other Marks of His Majesty’s gracious favour.
—— The Names of all such Officers, Non-Commissioned
Officers and Privates as may have specially signalized
themselves in Action.
And,
—— The Badges and Devices which the Regiment may
have been permitted to bear, and the Causes on account of
which such Badges or Devices, or any other Marks of
Distinction, have been granted.

By Command of the Right Honourable

GENERAL LORD HILL,
Commanding-in-Chief.
JOHN MACDONALD,
Adjutant-General.
 P R E FA C E .

The character and credit of the British Army must chiefly depend
upon the zeal and ardour, by which all who enter into its service are
animated, and consequently it is of the highest importance that any
measure calculated to excite the spirit of emulation, by which alone
great and gallant actions are achieved, should be adopted.
Nothing can more fully tend to the accomplishment of this
desirable object, than a full display of the noble deeds with which the
Military History of our country abounds. To hold forth these bright
examples to the imitation of the youthful soldier, and thus to incite
him to emulate the meritorious conduct of those who have preceded
him in their honourable career, are among the motives that have
given rise to the present publication.
The operations of the British Troops are, indeed, announced in the
‘London Gazette,’ from whence they are transferred into the public
prints: the achievements of our armies are thus made known at the
time of their occurrence, and receive the tribute of praise and
admiration to which they are entitled. On extraordinary occasions,
the Houses of Parliament have been in the habit of conferring on the
Commanders, and the Officers and Troops acting under their orders,
expressions of approbation and of thanks for their skill and bravery,
and these testimonials, confirmed by the high honour of their
Sovereign’s Approbation, constitute the reward which the soldier
most highly prizes.
It has not, however, until late years, been the practice (which
appears to have long prevailed in some of the Continental armies)
for British Regiments to keep regular records of their services and
achievements. Hence some difficulty has been experienced in
obtaining, particularly from the old Regiments, an authentic account
of their origin and subsequent services.
This defect will now be remedied, in consequence of His Majesty
having been pleased to command, that every Regiment shall in
future keep a full and ample record of its services at home and
abroad.
From the materials thus collected, the country will henceforth
derive information as to the difficulties and privations which chequer
the career of those who embrace the military profession. In Great
Britain, where so large a number of persons are devoted to the
active concerns of agriculture, manufactures, and commerce, and
where these pursuits have, for so long a period, been undisturbed by
the presence of war, which few other countries have escaped,
comparatively little is known of the vicissitudes of active service, and
of the casualties of climate, to which, even during peace, the British
Troops are exposed in every part of the globe, with little or no
interval of repose.
In their tranquil enjoyment of the blessings which the country
derives from the industry and the enterprise of the agriculturist and
the trader, its happy inhabitants may be supposed not often to reflect
on the perilous duties of the soldier and the sailor,—on their
sufferings,—and on the sacrifice of valuable life, by which so many
national benefits are obtained and preserved.
The conduct of the British Troops, their valour, and endurance,
have shone conspicuously under great and trying difficulties; and
their character has been established in Continental warfare by the
irresistible spirit with which they have effected debarkations in spite
of the most formidable opposition, and by the gallantry and
steadiness with which they have maintained their advantages
against superior numbers.
In the official Reports made by the respective Commanders,
ample justice has generally been done to the gallant exertions of the
Corps employed; but the details of their services, and of acts of
individual bravery, can only be fully given in the Annals of the various
Regiments.
 These Records are now preparing for publication, under His
Majesty’s special authority, by Mr. RICHARD CANNON, Principal
Clerk of the Adjutant-General’s Office; and while the perusal of them
cannot fail to be useful and interesting to military men of every rank,
it is considered that they will also afford entertainment and
information to the general reader, particularly to those who may have
served in the Army, or who have relatives in the Service.
There exists in the breasts of most of those who have served, or
are serving, in the Army, an Esprit du Corps—an attachment to every
thing belonging to their Regiment; to such persons a narrative of the
services of their own Corps cannot fail to prove interesting. Authentic
accounts of the actions of the great,—the valiant,—the loyal, have
always been of paramount interest with a brave and civilized people.
Great Britain has produced a race of heroes who, in moments of
danger and terror, have stood, “firm as the rocks of their native
shore;” and when half the World has been arrayed against them,
they have fought the battles of their Country with unshaken fortitude.
It is presumed that a record of achievements in war,—victories so
complete and surprising, gained by our countrymen,—our brothers—
our fellow-citizens in arms,—a record which revives the memory of
the brave, and brings their gallant deeds before us, will certainly
prove acceptable to the public.
Biographical memoirs of the Colonels and other distinguished
Officers, will be introduced in the Records of their respective
Regiments, and the Honorary Distinctions which have, from time to
time, been conferred upon each Regiment, as testifying the value
and importance of its services, will be faithfully set forth.
As a convenient mode of Publication, the Record of each
Regiment will be printed in a distinct number, so that when the whole
shall be completed, the Parts may be bound up in numerical
succession.
 HISTORICAL RECORD

OF THE

EIGHTY-EIGHTH REGIMENT
OF FOOT,
OR,

CONNAUGHT RANGERS;

CONTAINING AN ACCOUNT OF

T H E F O R M AT I O N O F T H E R E G I M E N T
IN 1793,

AND OF

SUBSEQUENT SERVICES
TO 1837.

LONDON:
PRINTED BY WILLIAM CLOWES AND SONS,
14, CHARING CROSS.

1838.
 THE

EIGHTY-EIGHTH REGIMENT
OF FOOT,

OR

CONNAUGHT RANGERS,

BEARS ON ITS COLOURS

THE HARP AND CROWN,

WITH THE MOTTO

“QUIS SEPARABIT?”

AND THE FOLLOWING INSCRIPTIONS:—

“Egypt”——“Talavera”——“Busaco”——“Fuentes d’Onor”——
“Ciudad Rodrigo”——“Badajoz”——“Salamanca”——
“Vittoria”——“Nivelle”——“Orthes”——
“Toulouse”——and——“Peninsula.”
 CONTENTS.

Anno Page
1793 The Regiment raised in Ireland and designated
“The Connaught Rangers” 1
1794 Embarks for Flanders —
—— Skirmish at Alost 2
—— Retreat through Holland —
1795 Embarks for England 3
—— Expedition to the West Indies —
1796 Returns to England 4
1799 Proceeds to the East Indies —
1800 Expedition to Egypt —
1801 Traverses the Desert 5
1803 Returns to England —
1804 A Second Battalion formed 6
1806 Proceeds to the Cape of Good Hope 7
1807 Embarks for South America 8
—— Attack on Buenos Ayres —
—— Returns to England 15
1808 Embarks for Cadiz 17
1809 Proceeds to Portugal —
—— Operations in the Tras os Montes —
—— Battle of Talavera de la Reyna —
1810 Battle of Busaco 23
—— Lines of Torres Vedras 31
1811 Skirmish at Foz-d’Aronce 32
—— Battle of Sabugal —
—— ——— Fuentes d’Onor —
—— Siege of Badajoz 37
—— Blockade of Ciudad Rodrigo 38
1812 Siege of Ditto 39
—— ——— Badajoz 43
—— Battle of Salamanca 46
—— Advances to Madrid 48
—— Retreats to Portugal —
1813 Advances into Spain 49
—— Battle of Vittoria 50
—— ——— the Pyrenees 51
—— ——— Nivelle 54
—— ——— Nive —
1814 ——— Orthes —
—— ——— Toulouse —
—— Proceeds to Lower Canada 56
—— Attack on Plattsburg —
1815 Returns to England 58
—— Proceeds to Flanders and advances to Paris —
1816 In Garrison at Valenciennes 59
1817 Proceeds to Scotland —
1818 Order of Merit established —
1819 Marches to England 61
1821 Embarks for Ireland 62
1825 Proceeds to Corfu 63
1828 ——— to Cephalonia —
1830 Returns to Corfu 64
1831 Proceeds to Vido 64
—— Returns to Corfu —
—— The Badge——Harp and Crown——with the
Motto “Quis Separabit?” authorized to be
borne on the Colours, &c. 65
1834 New Colours presented to the Regiment 71
1836 Proceeds to England 77
—— Does duty at Portsmouth 78
1837 Marches to Weedon —
Service of the Depôt Companies from 1830 to 1836 77-87
Recapitulation 88
Services of the Second Battalion 90

APPENDIX.

Succession of Field Officers 94

Return of Officers Killed and Wounded 96
—— —— —— Died of Wounds, Fatigues, &c. 97
—— —— —— distinguished with Titles, Medals, &c. 98
Return of Non-Commissioned Officers, Drummers, and
Privates, who have received Medals 100
EIGHTY-EIGHTH REGIMENT OF FOOT (CONNAUGHT
RANGERS.)
 HISTORICAL RECORD
OF THE

EIGHTY-EIGHTH REGIMENT OF FOOT,

OR

CONNAUGHT RANGERS.

1793

When the breaking out of the war with France in 1793 occasioned
considerable additions to be made to the British army, this regiment
was raised in Ireland, under commission bearing date 25th
September, 1793, by Colonel the Honourable Thomas de Burgh
(afterwards Earl of Clanricarde). Being recruited chiefly from the
province of Connaught, it assumed, as its distinctive appellation, the
name of “Connaught Rangers;” and when the new-levied
regiments were numbered from Seventy-Eight upwards, received for
its number Eighty-Eight. Its facings were yellow, and it bore on its
colours and appointments a harp and crown, with the motto “Quis
separabit?”
1794

It was not long before the active services of the new regiment
were called for in the field: in the summer of 1794 a reinforcement of
seven thousand men, under the command of Major-General the Earl
of Moira, was sent to join the army of the Duke of York in Flanders;
and of this force the Eighty-Eighth Regiment, one thousand strong,
and commanded by Lieutenant-Colonel Keppel, formed part. The
expedition landed at Ostend on the 26th of June, at which time the
Duke of York, pressed by superior numbers, was retiring upon
Antwerp; and the Earl of Moira resolved not to attempt the defence
of Ostend, but to endeavour to join his Royal Highness. After a
tedious and difficult march, in the face of a superior and victorious
enemy, whose troops were already overrunning the country in all
directions, his Lordship arrived at Alost, where he was attacked by
the French, on the 6th of July, with great fury; the enemy was,
however, repulsed; the steadiness and valour of the troops, with the
skill of their leader, overcame all difficulties, and the junction
between Lord Moira’s corps and the army under his Royal Highness
the Duke of York was accomplished at Malines, on the 9th of July,
when the Eighty-Eighth was formed in brigade with the Fifteenth,
Fifty-third, and Fifty-Fourth Regiments.
In the harassing operations of the autumn of 1794, and in the
disastrous winter campaign and retreat which followed, the Eighty-
Eighth had a full share. For some time it formed part of the garrison
of Bergen-op-Zoom, where it was reviewed by the Prince of Orange
and some Hessian officers of high rank, and received much
commendation for its appearance and efficiency. When Bergen-op-
Zoom was considered no longer tenable, the Eighty-Eighth was
withdrawn in the night by boats, under the command of Lieutenant
(afterwards Admiral Sir Home) Popham, and proceeded to join the
army near Nimeguen; in which fortress it was also subsequently
placed in garrison, but was withdrawn a few nights before the
surrender. It was then formed in brigade with the Eighth, Thirty-
Seventh, Forty-Fourth, and Fifty-Seventh Regiments, under the
command of Major-General de Burgh, and stationed near the Waal,
to defend the passage of that river.
On the 27th of November, 1794, General John Reid was
appointed Colonel of the Regiment, in succession to Major-General
de Burgh, who was removed to the Sixty-Sixth Regiment.
1795

The Waal having become frozen so as to bear an army with its

matériel, the Eighty-Eighth retired across the Leek, and the men,
being exposed to the storms of a severe winter, endured great
hardships. Robert Brown states in his Journal (7th January, 1795),